Common use of Union Matters Clause in Contracts

Union Matters. 9.01 The Employer agrees to provide reasonable access to the University to representatives of CAUT, or a Provincial Counterpart, or legal counsel invited by the Union, provided such access does not in any way interfere with the normal operations of the University. Access under this provision shall not include the right of any such invited person to call meetings on the University’s premises. 9.02 The Employer acknowledges the right of the Union to elect/appoint Employees as executives and representatives. 9.03 It is understood that Employee Union representatives have their regular work to perform on behalf of the Employer. If it is necessary to process a grievance during working hours, representatives will obtain authorization from the appropriate Immediate Supervisor before leaving their jobs. Such authorizations will not be abused by the representatives and will not be unreasonably withheld by the Employer. 9.04 The Employer agrees to recognize a negotiating committee to be appointed by the Union for the purposes of representing the Employees in negotiations for the renewal of this Collective Agreement. It is agreed that up to four (4) members of the Union negotiating committee shall not suffer any loss of wages for participating in bargaining scheduled during their normal working hours up to but not including any collective bargaining following the first day of any conciliation. The scheduling of negotiation meetings shall be by mutual agreement based on the operational requirements of the University. The Employer is not obliged to hire replacement staff; however, it may, at its discretion decide to hire such replacement staff in order to facilitate negotiations during normal working hours. The Employer shall be advised in writing of the names of the committee members prior to the commencement of negotiations. 9.05 The Employer agrees to provide the Union with information regarding the name, position name, type of position (e.g. Regular Full-Time Employee, Regular Part-Time Employee, Recurrent Sessional, Temporary Employee), Salary Grid and Step, of Employees in the Bargaining Unit. This information shall be provided by October 15th and February 15th annually. On a case-by-case basis, the Employer may consider a written request from the Union for additional information required for the negotiation of the Agreement. It is understood that the Employer will not be required to compile information and/or statistics in a form other than that in which such data are already compiled. 9.06 The Employer, at its expense, shall provide each Employee with a copy of this Agreement and shall provide the Union with a further twenty (20) copies within thirty (30) days of its signing. Further copies shall be made available at cost upon request of the Union. In addition, the Employer agrees to supply the Union with a Word document of the Collective Agreement. 9.07 The Union agrees to provide in writing to the Employer the names of current Union executives and representatives. 9.08 The Employer shall allow the Union to hold meetings on the University premises subject to other priorities and the availability of meeting rooms and lecture facilities. 9.09 The Employer agrees that certain Union activities shall be considered a form of service to the University. These Union activities shall be: (A) service on joint committees established by the Employer and the Union; (B) service in collective bargaining; (C) service in processing grievances, pursuant to Article 11; (D) service on the Faculty Union Executive Committee; (E) representing the Union in the capacity of either Union President or Vice-President Unit II, but not both. When such activities result in the Employee's absence from their work location, as provided in this Agreement, the Employee will not be required to make up that time in the work location. Notwithstanding the foregoing, such absence will not exempt an Employee from meeting deadlines for specific obligations set out by the Immediate Supervisor or Responsible Manager. 9.10 The Employer agrees to continue to provide the Union with access to University space (subject to other priorities and availability), with suitably serviced office space, telephone service, and with use of the internal mail, internet, and email services. The Employer agrees to provide, and the Union agrees to pay, at the internal rates charged to Departments and Divisions, for external mail and reproduction services, long distance telephone service and office and computer supplies. The Employer will continue to provide bulletin board space upon which the Union shall have the right to post notices pertaining to elections, appointments, meeting dates, news items, social and recreational events. 9.11 During the time that collective bargaining regarding the renewal of this Collective Agreement is in progress the Union's chief negotiator for this Bargaining Unit shall, on request, be exempt from University committee assignments. Because of the work schedule required of Full-Time Unit II members, the Employer agrees to exempt, on request, a Full-Time Unit II member elected to the office of Union President from University committee assignments during the period of office with the understanding that the Union will ensure that there is adequate Employee representation on the committees concerned. 9.12 An Employee shall be allowed one (1) hour per month to attend Union meetings without loss of pay. Employees who are located away from the Fountain Campus shall be allowed two (2) hours per month to attend Union meetings without loss of pay. Up to five (5) Employees who are members of the Executive of the Union shall be allowed one (1) additional hour per month to attend Union meetings without loss of pay. Up to five (5) Employees who are members of the Executive of the Union who are located away from the Fountain Campus shall be allowed an additional two (2) hours per month to attend Union meetings without loss of pay. 9.13 Where operational requirements permit and upon reasonable notice, the Employer may grant special leave without pay to Employees to attend CAUT and Provincial Counterpart workshops and meetings for a maximum of ten (10) working days for the Bargaining Unit in any one (1) contract year. 9.14 The Employer shall for purposes of Article 9.09 recognize that an Employee who is elected President of the Union or Vice-President of Unit II, but not both shall be allowed such reasonable time as is necessary, during their normal working hours, with pay and with no loss of seniority or benefits to: (A) process grievances; (B) have meetings with new Employees to explain benefits and Union matters; (C) make Union conference calls and attend Union meetings; and (D) have meetings with the Employer. 9.15 In order to facilitate mutually beneficial relations, the Director of Human Resources and/or Vice President, Academic and Research shall schedule a meeting with all new Employees on their first day of employment, or as soon as possible during the first week of employment, to which meeting the Unit II Vice-President will be invited. This meeting will be for the purpose of reviewing NSCAD policies, procedures and the Collective Agreement. The Employer may designate an alternate representative to attend. The Union may designate another Unit II Employee if the Unit II Vice-President is not available on the meeting day.

Union Matters. 9.01 The Employer agrees to provide reasonable access to the University to representatives of CAUT, or a Provincial Counterpart, or legal counsel invited by the Union, provided such access does not in any way interfere with the normal operations of the University. Access under this provision shall not include the right of any such invited person to call meetings on the University’s premises. 9.02 The Employer acknowledges the right of the Union to elect/appoint Employees as executives and representatives. 9.03 It is understood that Employee Union representatives have their regular work to perform on behalf of the Employer. If it is necessary to process a grievance during working hours, representatives will obtain authorization from the appropriate Immediate Supervisor before leaving their jobs. Such authorizations will not be abused by the representatives and will not be unreasonably withheld by the Employer. 9.04 The Employer agrees to recognize a negotiating committee to be appointed by the Union for the purposes of representing the Employees in negotiations for the renewal of this Collective Agreement. It is agreed that up to four (4) members of the Union negotiating committee shall not suffer any loss of wages for participating in bargaining scheduled during their normal working hours up to but not including any collective bargaining following the first day of any conciliation. The scheduling of negotiation meetings shall be by mutual agreement based on the operational requirements of the University. The Employer is not obliged to hire replacement staff; however, it may, at its discretion decide to hire such replacement staff in order to facilitate negotiations during normal working hours. The Employer shall be advised in writing of the names of the committee members prior to the commencement of negotiations. 9.05 The Employer agrees agrees, upon the written request of the Union, to provide the Union with information regarding the name, position name, type of position (e.g. Regular Full-Time Employee, Regular Part-Time Employee, Recurrent Sessional, Temporary Employee), Salary Grid salary and Step, benefits of Employees in the Bargaining Unit. This information shall be provided by October 15th and February 15th annually. On a case-by-case basis, the Employer may consider a written request from the Union for additional information required for the negotiation of the Agreement. It is understood that the Employer will not be required to compile information and/or statistics in a form other than that in which such data are already compiled. 9.06 The Employer, at its expense, shall provide each Employee with a copy of this Agreement and shall provide the Union with a further twenty ten (2010) copies within thirty (30) days of its signing. Further copies shall be made available at cost upon request of the Union. In addition, the Employer agrees to supply the Union with a Word document of the Collective Agreement. 9.07 The Union agrees to provide in writing to the Employer the names of current Union executives and representatives. 9.08 The Employer shall allow the Union to hold meetings on the University premises subject to other priorities and the availability of meeting rooms and lecture facilities. 9.09 The Employer agrees that certain Union activities shall be considered a form of service to the University. These Union activities shall be: (A) service on joint committees established by the Employer and the Union; (B) service in collective bargaining; (C) service in processing grievances, pursuant to Article 11; (D) service on the Faculty Union Executive Committee; (E) representing the Union in the capacity of either Union President or Vice-President Unit II, but not both. When such activities result in the Employee's absence from their his/her work location, as provided in this Agreement, the Employee will not be required to make up that time in the work location. Notwithstanding the foregoing, such absence will not exempt an Employee from meeting deadlines for specific obligations set out by the Immediate Supervisor or Responsible Manager. 9.10 The Employer agrees to continue to provide the Union with access to University classroom space (subject to other priorities and availability), with suitably serviced office space, telephone service, and with use of the internal mail, internet, and email servicesmail service. The Employer agrees to provide, and the Union agrees to pay, at the internal rates charged to Departments and Divisions, for external mail and reproduction services, long distance telephone service and office and computer supplies. The Employer will continue to provide bulletin board space upon which the Union shall have the right to post notices pertaining to elections, appointments, meeting dates, news items, social and recreational events. 9.11 During the time that collective bargaining regarding the renewal of this Collective Agreement is in progress the Union's chief negotiator for this Bargaining Unit shall, on request, be exempt from University committee assignments. Because of the work schedule required of Full-Time Unit II members, the Employer agrees to exempt, on request, a Full-Time Unit II member elected to the office of Union President from University committee assignments during the period of office with the understanding that the Union will ensure that there is adequate Employee representation on the committees concerned. 9.12 An Employee shall be allowed one (1) hour per month to attend Union meetings without loss of pay. Employees who are located away from the Fountain Campus shall be allowed two (2) hours per month to attend Union meetings without loss of pay. Up to five (5) Employees who are members of the Executive of the Union shall be allowed one (1) additional hour per month to attend Union meetings without loss of pay. Up to five (5) Employees who are members of the Executive of the Union who are located away from the Fountain Campus shall be allowed an additional two (2) hours per month to attend Union meetings without loss of pay. 9.13 Where operational requirements permit and upon reasonable notice, the Employer may grant special leave without pay to Employees to attend executive meetings of the Union and CAUT and or Provincial Counterpart workshops and meetings for a maximum of ten nine (109) working days for the Bargaining Unit in any one (1) contract year. 9.14 The Employer shall for purposes of Article 9.09 recognize that an Employee who is elected President of the Union or Vice-President of Unit II, but not both shall be allowed such reasonable time as is necessary, during their his/her normal working hours, with pay and with no loss of seniority or benefits to: (A) process grievances; (B) have meetings with new Employees to explain benefits and Union matters; (C) make Union conference calls and attend Union meetings; and (D) have meetings with the Employer. 9.15 In order to facilitate mutually beneficial relations, the Director of Human Resources and/or Vice President, Academic and Research shall schedule a meeting with all new Employees on their his/her first day of employment, or as soon as possible during the first week of employment, to which meeting the Unit II Vice-President will be invited. This meeting will be for the purpose of reviewing NSCAD policies, procedures and the Collective Agreement. The Employer may designate an alternate representative to attend. The Union may designate another Unit II Employee if the Unit II Vice-President is not available on the meeting day.

Union Matters. 9.01 4.01 The Employer Union recognizes that its officers, stewards, members of the Union committees as defined in this collective agreement as well as all employees must perform regular work for the Company, and that they may not leave their respective jobs except with the permission of their immediate superior, which permission is not unreasonably denied. 4.02 No union business is conducted on Company property except as specifically permitted by this agreement. 4.03 An employee who wishes to talk with his xxxxxxx during working hours is permitted to leave his workplace provided he has obtained permission to do so from his immediate superior, which permission is not unreasonably denied. Time off for this purpose does not exceed 30 minutes but can be extended by mutual consent of both parties. 4.04 The Union grievance committee consists of 3 union members including 2 officers and 1 shop xxxxxxx. The Company compensates such employees at their hourly rate for time spent during their regular working hours in handling grievances and in attending meetings of the grievance committee with the Company. Furthermore, the Company compensates up to 2 employees at their hourly rate for time spent during their regular shift in attending arbitration hearings in connection with unsettled grievances. 4.05 The handling of grievances, as stipulated in article 4.04, authorizes the Union grievance committee members to meet with the plaintiff for a period not exceeding 30 minutes prior to the presentation of the grievance to the grievance committee. When the Union grievance committee wants to take advantage of this meeting, the chief xxxxxxx submits the demand to the plaintiff’s immediate superior within a reasonable delay. The leave of the above-mentioned employees is not unreasonably denied. The Company compensates the plaintiff at his hourly rate for time spent during his regular working hours participating in this meeting. 4.06 The Company agrees to provide reasonable access pay the negotiation committee, not exceeding 4 members, at their regular hourly rate including shift and/or lead-hand premiums when applicable, for the negotiation of a collective agreement and attendance at conciliation board hearings during regular working hours. In addition, there is a maximum of 5 employees, including the substitute, released within the negotiation committee. Two (2) employees designated by the Union are members of the francization committee responsible for implementing the Company's francization program. 4.07 Union officers, not exceeding 6 members, the Union negotiation committee, not exceeding 5 members, and the Union grievance committee, not exceeding 3 members, have completed their probationary period. 4.08 The Union submits, in writing to the University Company, the name of its officers, executive board members, stewards and members of its committees as defined in the present collective agreement and likewise promptly notifies the Company of any changes. 4.09 The Company submits in writing to representatives each xxxxxxx and to the chief xxxxxxx the name of CAUTits supervisory personnel whom they interface with in the administration of this agreement. Furthermore, or a Provincial Counterpart, or legal counsel invited by the Company submits in writing to the Union the name of its officers whom they interface with in the administration of this agreement. The Company likewise promptly notifies the Union of any changes as they occur. 4.10 Top seniority in the plant at time of layoff is granted to no more than 6 officers of the Union, provided such access does not in any way interfere with the normal operations of the Universitynamely: President Treasurer Vice President Financial Secretary Chief Xxxxxxx Recording Secretary 4.11 The Company agrees to recognize 18 shop stewards to represent employees. Access under this provision shall not include the right of any such invited person to call meetings on the University’s premisesFurthermore, a 19th and/or 20th xxxxxxx is recognized when a weekend shift is created. 9.02 The Employer acknowledges 4.12 When necessary, their number may be changed by agreement between the right Human Resources director and the president of the Union to elect/appoint Employees as executives and representativesor their respective authorized representative. 9.03 It 4.13 None of the Union officers, the 2 members of the occupational health and safety joint committee recognized in article 10.02, nor the shop stewards listed in articles 4.10 and 4.11 are assigned to the 2nd, the 3rd or the weekend shifts if there is understood that Employee Union representatives have their regular work another employee in the same classification who is able to perform the work. 4.14 In the selection of employees to be laid off, as provided for in article 26.02, the shop stewards recognized under article 4.11 have top seniority in their respective classification, on behalf their shift. Furthermore, the 2 occupational health and safety joint committee members recognized under article 10.02 have top seniority in their respective classification. 4.14.1 When a Union officer, a shop xxxxxxx or a member of the Employeroccupational health and safety committee, for any reason, ceases to fill his union function, he is laid off if an employee with more seniority holds a right to be recalled or reinstated within the affected job classification. If it The employee is necessary to process a grievance during working hours, representatives will obtain authorization from then recalled or reinstated in the appropriate Immediate Supervisor before leaving their jobsposition when the layoff comes into effect. Such authorizations will not be abused by The officer or shop xxxxxxx works the representatives and will not be unreasonably withheld by the Employernotice provided for in article 26.03. 9.04 The Employer agrees 4.15 Provided that the Company can reasonably do without the services of the employees concerned during an unpaid leave of absence for union business, the Company grants an unpaid leave of absence for union business to recognize a negotiating committee maximum of 25 employees at a time among Union officers, shop stewards and members of the committees as defined in this collective agreement as well as to be appointed by the employees elected in a general assembly to attend union conventions, union educational seminars as well as to conduct union business, under the following conditions: 4.15.1 Except in exceptional cases, the Union submits all written requests to the Company for the unpaid leave of absence for union business at least 5 working days before the beginning of the unpaid leave of absence, indicating the name of the employee concerned and the duration. The Company, within the 3 working days following the request, informs the Union of the decision. 4.15.2 The combined total of these unpaid leaves of absence for union business does not exceed 100 working days per collective agreement year, per group or portion of group of 100 employees. The calculation of those days is done on the basis of the highest number of employees during the current collective agreement year. For the purposes of representing this article, unpaid leaves of absence for union business of less than 4 hours are calculated on the Employees basis of a ½ working day. 4.15.3 The continuous service and the seniority of an employee accrue during his absence for such an unpaid leave as described in negotiations this article. 4.16 In addition to unpaid leaves of absence for union business provided for in article 4.15, the Company grants to the president of the Union, Local 522, Unifor, unpaid leaves of absence to conduct union business. The total of those unpaid leaves of absence for union business must not exceed 15 working days per collective agreement year, per group or portion of group of 100 employees. The calculation of those days is based on the highest number of employees during the current collective agreement year. The president of the Union submits all written requests for unpaid leaves of absence for union business at least 2 working days before the beginning of the leave of absence. The Company grants this leave of absence for union business as long as it does not affect the Company's operations. Unpaid leaves of absence for union business under this article must not be of less than 1 working day. 4.17 Upon written recommendation from the Union, submitted at least 3 months before the beginning of the unpaid leave of absence for union business, the Company grants a renewable unpaid leave of absence for union business to 1 employee at a time for a period of 1 year. For the renewal of this Collective Agreementleave of absence for union business, the Union must submit a written request to the Company at least 1 month before its expiration. It is agreed The Union recognizes that up the Company may have other commitments that can delay the granting of this leave of absence for union business. However, the Company makes reasonable efforts to four (4) members release this employee at the date indicated by the Union. During such a leave of absence for union business, the employee continues to accumulate union seniority for the first 2 years of the Union negotiating committee shall unpaid leave of absence for union business. During such an unpaid leave of absence for union business, the employee is not suffer entitled to any loss of wages for participating in bargaining scheduled during their normal working hours up other benefits, rights and privileges arising from this collective agreement. 4.18 The Company agrees to but not including any collective bargaining following the first day of any conciliationrecognize 2 employees as social stewards. The scheduling Union informs the Company as soon as possible, of negotiation meetings shall the name of these employees. If applicable, their number may be modified by mutual agreement based on between the operational requirements of the University. The Employer is not obliged to hire replacement staff; however, it may, at its discretion decide to hire such replacement staff in order to facilitate negotiations during normal working hours. The Employer shall be advised in writing of the names of the committee members prior to the commencement of negotiations. 9.05 The Employer agrees to provide the Union with information regarding the name, position name, type of position (e.g. Regular Full-Time Employee, Regular Part-Time Employee, Recurrent Sessional, Temporary Employee), Salary Grid and Step, of Employees in the Bargaining Unit. This information shall be provided by October 15th and February 15th annually. On a case-by-case basis, the Employer may consider a written request from the Union for additional information required for the negotiation of the Agreement. It is understood that the Employer will not be required to compile information and/or statistics in a form other than that in which such data are already compiled. 9.06 The Employer, at its expense, shall provide each Employee with a copy of this Agreement and shall provide the Union with a further twenty (20) copies within thirty (30) days of its signing. Further copies shall be made available at cost upon request of the Union. In addition, the Employer agrees to supply the Union with a Word document of the Collective Agreement. 9.07 The Union agrees to provide in writing to the Employer the names of current Union executives and representatives. 9.08 The Employer shall allow the Union to hold meetings on the University premises subject to other priorities Company's Human Resources director and the availability of meeting rooms and lecture facilities. 9.09 The Employer agrees that certain Union activities shall be considered a form of service to the University. These Union activities shall be: (A) service on joint committees established by the Employer and the Union; (B) service in collective bargaining; (C) service in processing grievances, pursuant to Article 11; (D) service on the Faculty Union Executive Committee; (E) representing the Union in the capacity of either Union President or Vice-President Unit II, but not both. When such activities result in the Employee's absence from their work location, as provided in this Agreement, the Employee will not be required to make up that time in the work location. Notwithstanding the foregoing, such absence will not exempt an Employee from meeting deadlines for specific obligations set out by the Immediate Supervisor or Responsible Manager. 9.10 The Employer agrees to continue to provide the Union with access to University space (subject to other priorities and availability), with suitably serviced office space, telephone service, and with use of the internal mail, internet, and email services. The Employer agrees to provide, and the Union agrees to pay, at the internal rates charged to Departments and Divisions, for external mail and reproduction services, long distance telephone service and office and computer supplies. The Employer will continue to provide bulletin board space upon which the Union shall have the right to post notices pertaining to elections, appointments, meeting dates, news items, social and recreational events. 9.11 During the time that collective bargaining regarding the renewal of this Collective Agreement is in progress the Union's chief negotiator for this Bargaining Unit shall, on request, be exempt from University committee assignments. Because of the work schedule required of Full-Time Unit II members, the Employer agrees to exempt, on request, a Full-Time Unit II member elected to the office of Union President from University committee assignments during the period of office with the understanding that the Union will ensure that there is adequate Employee representation on the committees concerned. 9.12 An Employee shall be allowed one (1) hour per month to attend Union meetings without loss of pay. Employees who are located away from the Fountain Campus shall be allowed two (2) hours per month to attend Union meetings without loss of pay. Up to five (5) Employees who are members of the Executive of the Union shall be allowed one (1) additional hour per month to attend Union meetings without loss of pay. Up to five (5) Employees who are members of the Executive of the Union who are located away from the Fountain Campus shall be allowed an additional two (2) hours per month to attend Union meetings without loss of pay. 9.13 Where operational requirements permit and upon reasonable notice, the Employer may grant special leave without pay to Employees to attend CAUT and Provincial Counterpart workshops and meetings for a maximum of ten (10) working days for the Bargaining Unit in any one (1) contract year. 9.14 The Employer shall for purposes of Article 9.09 recognize that an Employee who is elected President president of the Union or Vicetheir respective authorized representative. 4.19 The Company agrees to release the president or vice-President president of Unit IIthe Union for 40 hours per week for the administration of the collective agreement. Twenty (20) hours are paid by CAE Inc. and 20 by the Union. The latter appoints 1 person and informs the Company of any changes. 4.19.1 The Company agrees to release the chief xxxxxxx or his replacement, but not both shall be allowed such reasonable with pay, for 8 hours per week for the administration of grievances and labour relations matters. 4.19.2 The Company also agrees to pay 24 hours per week of additional union release. The Union informs the Company of the name of the person released for this purpose. 4.20 When welcoming new employees, the Company authorizes 1 hour for an interview between a shop xxxxxxx designated by the Union and the group of new employees. If the group is made up of only 1 new employee, the Company authorizes an interview between a shop xxxxxxx designated by the Union and the new employee in accordance with the provisions of article 4.03. As specified in article 6.02, a copy of the collective agreement is provided at the same time by the designated xxxxxxx. 4.21 The Company recognizes an employee as is necessary, during their normal working a women’s advocate. The Union provides the name of the person to the Company and informs the Company of any changes. The role and mandate of the women's advocate are defined in Agreement Letter 25. 4.22 The Company agrees to pay a special union fund of three cents ($ 0.03) per hour per unionized employee for all regular paid hours, with pay and with no loss of seniority or benefits to: (A) process grievances; (B) have meetings with new Employees to explain benefits and Union matters; (C) make Union conference calls and attend Union meetings; and (D) have meetings with the Employer. 9.15 In order to facilitate mutually beneficial relations, the Director of Human Resources and/or Vice President, Academic and Research shall schedule a meeting with all new Employees on their first day of employment, or as soon as possible during the first week of employment, to which meeting the Unit II Vice-President will be invited. This meeting will be for the purpose of reviewing NSCAD policiesproviding paid union education leave. Amounts are paid monthly by the Company, procedures on behalf of Local 522 (CAE), and are paid by direct deposit to the Collective AgreementUnifor CEP Training Fund's bank account. The Employer may designate an alternate representative It is further agreed that the Company agrees to attend. The release the candidates selected by the Union may designate another Unit II Employee if so that they can take the Unit II Vice-President is not available on the meeting dayCEP training, subject to article 4.15.

Union Matters. 9.01 The Employer agrees to provide reasonable access to the University to representatives of CAUT, or a Provincial Counterpart, or legal counsel invited by the Union, provided such access does not in any way interfere with the normal operations 2.1 Nurses who are members of the UniversityUnion at the execution of this Agreement shall as a condition of employment, maintain their membership in the Union for the duration of this Agreement. 2.2 Nurses hired after execution of this Agreement shall be required as a condition of employment to join the Union within twenty one (21) days of the date of hire and to maintain membership in the Union for the duration of the Agreement. Access under Provided however, this provision shall not include the right of apply to any such invited person to call meetings on the University’s premises. 9.02 The Employer acknowledges the right of employee who declines joining the Union by providing written notice of such intent to elect/appoint Employees as executives and representatives. 9.03 It is understood that Employee Union representatives have their regular work to perform on behalf of the Employer. If it is necessary to process a grievance during working hours, representatives will obtain authorization from the appropriate Immediate Supervisor before leaving their jobs. Such authorizations will not be abused by the representatives and will not be unreasonably withheld by the Employer. 9.04 The Employer agrees to recognize a negotiating committee to be appointed by the Union for the purposes of representing the Employees in negotiations for the renewal of this Collective Agreement. It is agreed that up to four (4) members of the Union negotiating committee shall not suffer any loss of wages for participating in bargaining scheduled during their normal working hours up to but not including any collective bargaining following the first day of any conciliation. The scheduling of negotiation meetings shall be by mutual agreement based on the operational requirements of the University. The Employer is not obliged to hire replacement staff; however, it may, at its discretion decide to hire such replacement staff in order to facilitate negotiations during normal working hours. The Employer shall be advised in writing of the names of the committee members prior to the commencement of negotiations. 9.05 The Employer agrees to provide the Union with information regarding the namea copy to Human Resources, position name, type of position within fourteen (e.g. Regular Full-Time Employee, Regular Part-Time Employee, Recurrent Sessional, Temporary Employee), Salary Grid and Step14) calendar days, of Employees the employee’s date of hire and/or date of transfer into the bargaining unit. A copy shall be placed in the Bargaining Unit. This information employee’s personnel file. 2.2.1 Any nurse who is a member of and adheres to established and traditional tenets or teachings of a bona fide religion, body, or sect which has historically held conscientious objections to joining or financially supporting labor organizations shall be provided by October 15th and February 15th annually. On a case-by-case basis, the Employer may consider a written request from the Union for additional information required for the negotiation of the Agreement. It is understood that the Employer will not be required to compile information and/or statistics join or financially support the Union as a condition of employment. In the alternative, the nurse will be required to pay a monthly amount equal to the Union membership fee to a non-religious charitable fund exempt from taxation under Section 501(c)(3) of the Internal Revenue Code chosen by the nurse. This alternative must be declared in a form other than that in which such data are already compiledwriting by the nurse. 9.06 2.3 The EmployerMedical Center will notify nurses of membership requirements/options at time of hire, at its expense, transfer or execution. Nurses who fail to maintain membership requirements as defined herein shall provide each Employee with a copy of this Agreement and shall provide be removed from the Union with a further twenty (20) copies schedule discharged by the Employer within thirty (30) calendar days of its signing. Further copies shall be made available at cost upon request of after receiving written notice from the Union. In addition, Nurses shall be placed back onto the schedule upon confirmation from the Union that the nurse is in good standing. If nurses continue to fail to comply with the membership requirements/options shall be discharged by the Employer agrees to supply the Union with a Word document within ninety (90) days after receipt of the Collective Agreement. 9.07 The Union agrees to provide in writing written notice to the Employer the names of current Union executives and representatives. 9.08 The Employer shall allow the Union to hold meetings on the University premises subject to other priorities and the availability of meeting rooms and lecture facilities. 9.09 The Employer agrees that certain Union activities shall be considered a form of service to the University. These Union activities shall be: (A) service on joint committees established by the Employer and from the Union; (B) service in collective bargaining; (C) service in processing grievances, pursuant to Article 11; (D) service on unless the Faculty Union Executive Committee; (E) representing nurse fulfills the Union in the capacity of either Union President or Vice-President Unit II, but not both. When such activities result in the Employee's absence from their work location, as provided membership obligations set forth in this Agreement, the Employee will not be required to make up that time in the work location. Notwithstanding the foregoing, such absence will not exempt an Employee from meeting deadlines for specific obligations set out by the Immediate Supervisor or Responsible Manager. 9.10 The Employer agrees to continue to provide the Union with access to University space (subject to other priorities and availability), with suitably serviced office space, telephone service, and with use of the internal mail, internet, and email services. The Employer agrees to provide, and the Union agrees to pay, at the internal rates charged to Departments and Divisions, for external mail and reproduction services, long distance telephone service and office and computer supplies. The Employer will continue to provide bulletin board space upon which the Union shall have the right to post notices pertaining to elections, appointments, meeting dates, news items, social and recreational events. 9.11 During the time that collective bargaining regarding the renewal of this Collective Agreement is in progress the Union's chief negotiator for this Bargaining Unit shall, on request, be exempt from University committee assignments. Because of the work schedule required of Full-Time Unit II members, the Employer agrees to exempt, on request, a Full-Time Unit II member elected to the office of Union President from University committee assignments during the period of office with the understanding that the Union will ensure that there is adequate Employee representation on the committees concerned. 9.12 An Employee shall be allowed one (1) hour per month to attend Union meetings without loss of pay. Employees who are located away from the Fountain Campus shall be allowed two (2) hours per month to attend Union meetings without loss of pay. Up to five (5) Employees who are members of the Executive of the Union shall be allowed one (1) additional hour per month to attend Union meetings without loss of pay. Up to five (5) Employees who are members of the Executive of the Union who are located away from the Fountain Campus shall be allowed an additional two (2) hours per month to attend Union meetings without loss of pay. 9.13 Where operational requirements permit and upon reasonable notice, the Employer may grant special leave without pay to Employees to attend CAUT and Provincial Counterpart workshops and meetings for a maximum of ten (10) working days for the Bargaining Unit in any one (1) contract year. 9.14 The Employer shall for purposes of Article 9.09 recognize that an Employee who is elected President of the Union or Vice-President of Unit II, but not both shall be allowed such reasonable time as is necessary, during their normal working hours, with pay and with no loss of seniority or benefits to: (A) process grievances; (B) have meetings with new Employees to explain benefits and Union matters; (C) make Union conference calls and attend Union meetings; and (D) have meetings with the Employer. 9.15 In order to facilitate mutually beneficial relations, the Director of Human Resources and/or Vice President, Academic and Research shall schedule a meeting with all new Employees on their first day of employment, or as soon as possible during the first week of employment, to which meeting the Unit II Vice-President will be invited. This meeting will be for the purpose of reviewing NSCAD policies, procedures and the Collective Agreement. The Employer may designate an alternate representative to attend. The Union hereby undertakes to indemnify and hold the Employer harmless from all claims, demands, suits or other forms of liability that may designate another Unit II Employee if arise against the Unit II Vice-President is not available on the meeting dayEmployer relating to any discharge that occurs as a consequence of this.

Union Matters. 9.01 The Employer agrees Section 1. All employees in classifications included in the bargaining unit have the right to provide reasonable access voluntarily join the Union. Section 2. No provision of this Article shall apply to the University extent that it may be prohibited by law. In the event that law is amended to representatives permit union security, the following provisions shall be effective: As a condition of CAUTemployment, or a Provincial Counterpart, or legal counsel invited all regular full-time and regular part-time employees covered by the Union, provided such access does not in any way interfere with the normal operations of the University. Access under this provision Agreement shall not include the right of any such invited person to call meetings on the University’s premises. 9.02 The Employer acknowledges the right of the Union to elect/appoint Employees as executives and representatives. 9.03 It is understood that Employee Union representatives have their regular work to perform on behalf of the Employer. If it is necessary to process a grievance during working hours, representatives will obtain authorization from the appropriate Immediate Supervisor before leaving their jobs. Such authorizations will not be abused by the representatives and will not be unreasonably withheld by the Employer. 9.04 The Employer agrees to recognize a negotiating committee to be appointed by the Union for the purposes of representing the Employees in negotiations for the renewal of this Collective Agreement. It is agreed that up to four (4) become members of the Union negotiating committee not later than the last day of the employee’s probationary period, and shall remain members in good standing to the extent of payment of any dues or initiation fees uniformly required for all employees. The Union shall give an employee who is delinquent in dues payment at least fifteen (15) days written notice of the requirements of this section. If the employee does not pay the delinquent dues within the notice period, the Union may give written notice to the Home to terminate the employee fifteen (15) days after the Home’s receipt of the Union notice if the employee has not paid the delinquent dues within this additional fifteen (15) day period. (a) The Home will deduct bi-weekly the Union dues and initiation fees uniformly required of Union members from the wages of each employee covered by this Agreement who provides the Home with a signed authorization form, which shall not suffer any loss be irrevocable for a period of wages for participating in bargaining scheduled during their normal working hours up to but not including any collective bargaining following more than one year or beyond the first day termination date of any conciliation. The scheduling of negotiation meetings this Agreement, whichever occurs sooner. (b) Dues and initiation fees that are deducted shall be by mutual agreement based on the operational requirements of the University. The Employer is not obliged to hire replacement staff; however, it may, at its discretion decide to hire such replacement staff in order to facilitate negotiations during normal working hours. The Employer shall be advised in writing of the names of the committee members prior paid to the commencement Union via electronic fund transfer by the end of negotiationseach month. A list containing an ID number, name, amount of dues deducted, amount of initiation fees deducted and pay period date(s) covered will be provided to Union in an excel spreadsheet via electronic mail. 9.05 The Employer agrees to provide the Union with information regarding the name, position name, type of position (e.g. Regular Full-Time Employee, Regular Part-Time Employee, Recurrent Sessional, Temporary Employee), Salary Grid and Step, of Employees in the Bargaining Unit. This information shall be provided by October 15th and February 15th annually. On a case-by-case basis, the Employer may consider a written request from the Union for additional information required for the negotiation of the Agreement. It is understood that the Employer will not be required to compile information and/or statistics in a form other than that in which such data are already compiled. 9.06 The Employer, at its expense, shall provide each Employee with a copy of this Agreement and shall provide the Union with a further twenty (20c) copies within thirty (30) days of its signing. Further copies shall be made available at cost upon request of the Union. In addition, the Employer agrees to supply the Union with a Word document of the Collective Agreement. 9.07 The Union agrees to provide in writing to indemnify and hold the Employer Home harmless against all suits, demands, or liabilities that may arise from or by reason of the names Home’s administration of current Union executives and representativesthis section. 9.08 (d) The Employer shall allow the Union Home will provide a drop box for employees to hold meetings on the University premises subject to other priorities and the availability of meeting rooms and lecture facilities. 9.09 The Employer agrees that certain Union activities shall be considered a form of service to the University. These Union activities shall be: (A) service on joint committees established by the Employer and the Union; (B) service in collective bargaining; (C) service in processing grievances, pursuant to Article 11; (D) service on the Faculty Union Executive Committee; (E) representing the Union in the capacity of either Union President or Vice-President Unit II, but not both. When such activities result in the Employee's absence from their work location, as provided in this Agreement, the Employee will not be required to make up that time in the work location. Notwithstanding the foregoing, such absence will not exempt an Employee from meeting deadlines for specific obligations set out by the Immediate Supervisor or Responsible Manager. 9.10 The Employer agrees to continue to provide the Union with access to University space (subject to other priorities and availability), with suitably serviced office space, telephone service, and with use of the internal mail, internet, and email services. The Employer agrees to provide, and the Union agrees to pay, at the internal rates charged to Departments and Divisions, for external mail and reproduction services, long distance telephone service and office and computer supplies. The Employer will continue to provide bulletin board space upon which the Union shall have the right to post notices pertaining to elections, appointments, meeting dates, news items, social and recreational events. 9.11 During the time that collective bargaining regarding the renewal of this Collective Agreement is in progress the Union's chief negotiator for this Bargaining Unit shall, on request, be exempt from University committee assignments. Because of the work schedule required of Full-Time Unit II members, the Employer agrees to exempt, on request, a Full-Time Unit II member elected to the office of Union President from University committee assignments during the period of office with the understanding that the Union will ensure that there is adequate Employee representation on the committees concerned. 9.12 An Employee shall be allowed one (1) hour per month to attend Union meetings without loss of pay. Employees who are located away from the Fountain Campus shall be allowed two (2) hours per month to attend Union meetings without loss of pay. Up to five (5) Employees who are members of the Executive of the Union shall be allowed one (1) additional hour per month to attend Union meetings without loss of pay. Up to five (5) Employees who are members of the Executive of the Union who are located away from the Fountain Campus shall be allowed an additional two (2) hours per month to attend Union meetings without loss of pay. 9.13 Where operational requirements permit and upon reasonable notice, the Employer may grant special leave without pay to Employees to attend CAUT and Provincial Counterpart workshops and meetings drop off signed cards for a maximum of ten (10) working days for the Bargaining Unit in any one (1) contract year. 9.14 The Employer shall for purposes of Article 9.09 recognize that an Employee who is elected President of the Union or Vice-President of Unit II, but not both shall be allowed such reasonable time as is necessary, during their normal working hours, with pay and with no loss of seniority or benefits to: (A) process grievances; (B) have meetings with new Employees to explain benefits and Union matters; (C) make Union conference calls and attend Union meetings; and (D) have meetings with the Employer. 9.15 In order to facilitate mutually beneficial relations, the Director of Human Resources and/or Vice President, Academic and Research shall schedule a meeting with all new Employees on their first day of employment, or as soon as possible during the first week of employment, to which meeting the Unit II Vice-President will be invited. This meeting will be for the purpose of reviewing NSCAD policies, procedures and the Collective Agreement. The Employer may designate an alternate representative to attend. The Union may designate another Unit II Employee if the Unit II Vice-President is not available on the meeting daypick up.

Union Matters. 9.01 The Employer agrees Leave of Absence General Leaves of absence with pay may be granted to provide reasonable access employees to permit their attendance at conventions, schools and seminars conducted by the Union and to who are elected to the University to representatives of CAUT, or a Provincial Counterpart, or legal counsel invited by the Union, provided such access does not in any way interfere with the normal operations of the University. Access under this provision shall not include the right of any such invited person to call meetings on the University’s premises. 9.02 The Employer acknowledges the right Executive Board of the Union to elect/appoint Employees as executives and representatives. 9.03 It is understood that Employee Union representatives have their regular work to perform on behalf of or the Employer. If it is necessary to process a grievance during working hours, representatives will obtain authorization from the appropriate Immediate Supervisor before leaving their jobs. Such authorizations will not be abused by the representatives and will not be unreasonably withheld by the Employer. 9.04 The Employer agrees to recognize a negotiating committee to be appointed by the Union for the purposes of representing the Employees in negotiations for the renewal of this Collective Agreement. It is agreed that up to four (4) members of the Union negotiating committee shall not suffer any loss of wages for participating in bargaining scheduled during their normal working hours up to but not including any collective bargaining following the first day of any conciliationDivisional Executive. The scheduling of negotiation meetings Union shall be by mutual agreement based on reimburse the operational requirements of the University. The Employer is not obliged to hire replacement staff; however, it may, at its discretion decide to hire College for all pay during such replacement staff in order to facilitate negotiations during normal working hours. The Employer shall be advised in writing of the names of the committee members prior to the commencement of negotiations. 9.05 The Employer agrees to provide the Union with information regarding the name, position name, type of position (e.g. Regular Full-Time Employee, Regular Part-Time Employee, Recurrent Sessional, Temporary Employee), Salary Grid and Step, of Employees in the Bargaining Unit. This information shall be provided by October 15th and February 15th annually. On a case-by-case basis, the Employer may consider a written request from the Union for additional information required for the negotiation of the Agreement. It is understood that the Employer will not be required to compile information and/or statistics in a form other than that in which such data are already compiled. 9.06 The Employer, at its expense, shall provide each Employee with a copy of this Agreement and shall provide the Union with a further twenty (20) copies within thirty (30) days of its signing. Further copies shall be made available at cost upon request of the Union. In addition, the Employer agrees to supply the Union with a Word document of the Collective Agreement. 9.07 The Union agrees to provide in writing to the Employer the names of current Union executives and representatives. 9.08 The Employer shall allow the Union to hold meetings on the University premises subject to other priorities leaves and the availability College will endeavour to bill quarterly. Leave of meeting rooms and lecture facilities. 9.09 The Employer agrees that certain Union activities shall absence with pay may be considered a form of service to the University. These Union activities shall be: (A) service on joint committees established by the Employer and the Union; (B) service in collective bargaining; (C) service in processing grievances, pursuant to Article 11; (D) service on the Faculty Union Executive Committee; (E) representing the Union in the capacity of either Union President or Vice-President Unit II, but not both. When such activities result in the Employee's absence from their work location, as provided in this Agreement, the Employee will not be required to make up that time in the work location. Notwithstanding the foregoing, such absence will not exempt an Employee from meeting deadlines for specific obligations set out by the Immediate Supervisor or Responsible Manager. 9.10 The Employer agrees to continue to provide the Union with access to University space (subject to other priorities and availability), with suitably serviced office space, telephone service, and with use of the internal mail, internet, and email services. The Employer agrees to provide, and the Union agrees to pay, at the internal rates charged to Departments and Divisions, for external mail and reproduction services, long distance telephone service and office and computer supplies. The Employer will continue to provide bulletin board space upon which the Union shall have the right to post notices pertaining to elections, appointments, meeting dates, news items, social and recreational events. 9.11 During the time that collective bargaining regarding the renewal of this Collective Agreement is in progress the Union's chief negotiator for this Bargaining Unit shall, on request, be exempt from University committee assignments. Because of the work schedule required of Full-Time Unit II members, the Employer agrees to exempt, on request, a Full-Time Unit II member elected to the office of Union President from University committee assignments during the period of office with the understanding that the Union will ensure that there is adequate Employee representation on the committees concerned. 9.12 An Employee shall be allowed one (1) hour per month to granted to: employee representativeswho attend Union meetings without loss of pay. Employees who are located away from the Fountain Campus shall be allowed two (2) hours per month to attend Union meetings without loss of pay. Up to five (5) Employees meetingswith College representativeson provincial matters; employee representatives who are members of the Executive Relations Committee, the Joint Insurance Committee (Support Staff), Grievance Scheduling Committee, the Pension Plan and the Joint Classification Committee for the days of necessary attendance at meetings of such committees: The Union shall reimburse the College for fifty per cent (50%) of all pay during leaves of absence under Article The College will endeavour to bill quarterly. Leave of absence shall be granted to not more than seven (7) employee representatives selected to negotiatethe renewal of the Collective Agreement for necessary time off including travel time, direct negotiatingtime, and necessarypreparationtime. The Unionshall reimburse the Collegefor all pay during such leave except for the days scheduled by the partiesfor direct negotiations and up to a maximum of seven (7) days if required, for meetings of the Union Negotiating Committee to prepare for and to complete bargaining. Leaves of Absence Conditions Leaves of absence described in Articles and shall not be allowed unreasonably withheld, recognizingthe need of efficiencyof operations of the College. Where possible, the employee will provideat least two (2) weeks' noticeto the supervisor of absence requested underArticles In addition to time off granted under Articles and the College recognizes that additional time off during regular working hours may be necessary for the purpose of assisting employees and the Local Union in the administration of the Collective Agreement and the business directly pertinent thereto. In such a case, the Local Union may advise the College of up to three (3) employees who may be appointed or designated hereunder, it being understood that any time off granted shall not hinder or interfere with the regular performance of the employee's duties and responsibilities. Unless otherwise agreed, time off for Local Union business hereunder shall not exceed: a maximum of nine (9) hours per week, where the Support Staff complement at a College is less than two hundred (200) employees, or a maximum of twelve (12) hours per week, where the Support Staff complement at a College is two hundred (200) employees or more, but less than three hundred and fifty (350) employees, so long as no one (1) additional hour per month to attend Union meetings without loss of pay. Up to five (5) Employees who are members employee appointed or designated hereunder utilizes more than two-thirds of the Executive hours specified in both of the above as the case may be. a maximum of fifteen (15) hours per week, where the Support Staff complement at a College is three hundred and fifty (350) or more, so long as no one (1) employee appointed or designated hereunder utilizes more than two-thirds of the hours specified. the Local Union who are located away from shall reimburse the Fountain Campus College for per cent (25%) of all pay for any leaves of absence granted hereunderon a regular basis as billed by the College. The formula for distributingthe fifteen (15) hours referred to in the 3rd item above may be altered by mutual written agreement of the Local Union and the College. Upon application in writing by the Union to the Human Resources Committee with notice to the affected Colleges, a leaveof absence shall be allowed an additional grantedto two (2) hours per month employeesfrom the Support Staff Bargaining Unit of the System elected to attend Union meetings without loss full-time positions with the Union. Such of pay. 9.13 Where operational requirements permit and upon reasonable notice, the Employer may grant special leave without pay to Employees to attend CAUT and Provincial Counterpart workshops and meetings absence shall be for a maximum period of ten (10) working days for the Bargaining Unit in any one (1) contract year. 9.14 The Employer term of office (two (2) years from the date of election) unless extended for a specific period on agreementof the parties. Such of absence shall for purposes of Article 9.09 recognize that an Employee who is elected President of the Union or Vice-President of Unit IIbe without pay and benefits, but not both shall be allowed the employee shall, notwithstandingArticle accumulate full seniority during such reasonable time as is necessary, during their normal working hours, with pay and with no loss of seniority or benefits to: (A) process grievances; (B) have meetings with new Employees to explain benefits and Union matters; (C) make Union conference calls and attend Union meetings; and (D) have meetings with the Employerabsence. 9.15 In order to facilitate mutually beneficial relations, the Director of Human Resources and/or Vice President, Academic and Research shall schedule a meeting with all new Employees on their first day of employment, or as soon as possible during the first week of employment, to which meeting the Unit II Vice-President will be invited. This meeting will be for the purpose of reviewing NSCAD policies, procedures and the Collective Agreement. The Employer may designate an alternate representative to attend. The Union may designate another Unit II Employee if the Unit II Vice-President is not available on the meeting day.

Union Matters. 9.01 42.1 Engagement of Labour Hire Employees (a) To meet production requirements from time to time the company may require a pool of casual labour employed by a labour hire company (b) Labour hire staff will only be employed to cover absenteeism, unplanned work requirements, peak workloads (not including seasonal sustained peaks) and special projects. (c) The Employer agrees company shall directly employ maintenance employees to provide reasonable access to carry out the University to representatives of CAUT, or a Provincial Counterpart, or legal counsel invited by the Union, provided such access does not in any way interfere routine maintenance work associated with the normal operations efficient running of the Universitycompany's production operations. Access under this provision Contractor/labour hire shall not include the right of any such invited person only be hired for absenteeism, long service leave, special projects and peak workloads at conditions no less advantageous than apply to call meetings on the University’s premisesNorco employees. 9.02 (d) The Employer acknowledges wages, term and conditions paid to employees of the right labour hire company shall be no less than those contained in this agreement excluding income protection insurance. The wage rate increase for labour hire workers is effective from the date of employee approval of the agreement. (e) The parties to this agreement will work towards minimising the use of casuals and labour hire, as far as is practicable. 42.2 Trade Union Training Leave and Union Recognition (a) Trade Union Recognition and Training (i) During the life of the Agreement, the Company will: (ii) Continue to recognise duly accredited union delegates at the enterprise upon notification by the Union to elect/appoint Employees as executives and representativeswhich the employee belongs. 9.03 It is understood that Employee (iii) Allow union delegates paid time during work hours to attend to any matters affecting the employees they represent. (iv) Provide an adequate and private meeting place and access to office facilities including phones, fax and copy machines. (v) Provide a designated notice board for the display of union material. (vi) Continue to introduce new employees to delegates as part of the induction process, provide membership application forms and facilitate weekly payroll deductions for union fees. (b) Union representatives have their regular work shall be allowed paid time for the purposes of: (i) Attending hearings at Industrial Tribunals (ii) Attending monthly site Delegates Committee meetings (iii) Attending meetings to perform on behalf elected roles as specified under the Rules of the Employer. If it is necessary relevant union (e.g.) State Council, Regional Council or Committee of Management meetings. 42.3 Trade Union Training Leave (a) Duly accredited representatives of the union shall upon written application to process a grievance during working hoursthe employer be granted 8 days per annum, representatives will obtain authorization from the appropriate Immediate Supervisor before leaving their jobs. Such authorizations will not be abused non-cumulative, of accredited paid leave to attend courses conducted by the representatives union. Wherever possible taking of such leave shall be arranged to minimise any adverse affect on the Company. (i) Applications for leave must be given to the employer at least 4 weeks in advance or a shorter period by agreement of the date of commencement of the course. The application shall contain the following:  Name of employee and will relevant unions;  Period of time for which leave is sought;  Title, general description and structure of course;  Location (ii) The employer shall advise the union within 2 weeks of receiving the application whether or not the leave has been approved. Leave shall not be unreasonably withheld by the Employerwithheld. 9.04 (iii) The Employer agrees to recognize a negotiating committee to employer shall not be appointed by liable for incurring any additional expenses associated with the Union for employee's attendance at such training. (iv) For the purposes of representing the Employees in negotiations for the renewal purpose of this Collective clause, paid leave earnings are defined as the relevant agreement classification rate including supplementary payments, shift loadings and any other over Agreement payment. (v) Should the employer request proof of attendance at such courses, employees shall provide such proof within 14 days. (vi) Should any employee not attend a course due to illness, the employee shall receive payments in accordance with sick leave provisions provided under this Agreement. (vii) For the purpose of this clause, all leave shall be counted as service. (viii) Any dispute as to the operation of this clause shall be dealt with via the Disputes Settlement Procedure. (i) Skills Matrix Implementation of a grading system shall be in accordance with the ‘Implementation Arrangements’ as agreed between the parties to this agreement. The nature of this industry and advancements in technologies lead to constant change and improvements, it is therefore agreed that the grading matrix and associated for career progression will be the subject to constant review and as necessary, adjustment. It is agreed that up the implementation arrangements may be adjusted from time to four (4) members time with agreement between the parties. At least, annual review will take place on these arrangements. Production Employees shall be graded as follows upon satisfactory completion of the Union negotiating committee shall not suffer any loss requirements prescribed herein for the level: Level 8 Coordinator – responsible for shift achievement of wages targets, managing people, safety performance, quality standards. When filling in Blowmould Supervisor Must be level 7 Use leadership skills to motivate team to achieve shift targets. Level 7 Qualified pasteuriser operator maintaining competence (inc laboratory testing, milk and cream grading) Lab Tech – Performs the role of Quality Coordinator Train the Trainer Assess all Levels Blowmould Admin Sap Control Stock Control Limit 2 staff Level 6 Qualified filler operator can run all fillers and maintains competence. Trains other filler operators. Lab Tech Performs nights shift Completes QA reports Qualified Advanced operator duties - shear steels, blow pins, fingers, Fault find and diagnosis, Trades assistant where required Coaches others for participating team alignment with Norco safety, quality, values and standards. May provide direction to others to achieve appropriate task outcomes. Level 5 Qualified filler operator can run at least 2 fillers and maintains competence. Trains other filler operators. Qualified Milk Receivables Operator (inc laboratory testing, milk and cream grading, antibiotic testing) Lab Tech – Swabbing and Senior Blowmould Operator. Competent to operate all machinery Run the room Proactively promotes Norco’s culture as referenced in bargaining scheduled during their normal working hours up our values, Golden Rules and other policies, SOP’s, Level 4 Qualified filler operator can operate at least 1 filler and maintains competence Waste Water – Coordinates testing and sampling requirements Lab Tech – Calibrations Orders stores Sampling Swabbing Blowmould Operator Uniloy Forklift Provide higher level support for the leadership team such as meeting and travel coordination, managing diaries and emails, assisting with presentation preparation, work on projects in line with skills. Role models and provides guidance to but not others around procedures, safety system including any collective bargaining following the first day Golden Rules, quality system including critical control points, Norco values and code of any conciliationconduct. The scheduling of negotiation Can be relied on to train others. Level 3 Operates labeller 2 and 3, operates crate line and maintains competence Waste Water – Qualified Operator. Lab Tech – Performs Day Shift Hold and release Maintain Quality Systems Enter Data Read results Xxxxxx Handling advanced enquiries such as payroll and superannuation queries, more advanced SAP user, handle catering, source vendors as required, minute taking in meetings shall be and support for initiatives. Level 2 Sour cream packer, bulk filler Labeller Answering more advanced enquiries in line with being stationed on front desk, handling most phone enquiries, route calls, ensure, guidance to contractors, process invoices, manage email. Medium level skills in Microsoft applications. Entry level SAP Aligns with SOP’s, raises safety hazards as appropriate, abides by mutual agreement based on the operational requirements of the Universityall Norco policies. The Employer is not obliged to hire replacement staff; however, it may, at its discretion decide to hire such replacement staff Actively participates in order to facilitate negotiations during normal working hours. The Employer shall be advised in writing of the names of the committee members prior to the commencement of negotiationsteam meetings and takes direction from leaders. 9.05 The Employer agrees to provide the Union with information regarding the nameLevel 1 Debagger, position namebottle supply Debagging, type of position (e.g. Regular Full-Time Employeebottle supply Answering basic phone enquiries, Regular Part-Time Employeemaintaining office records, Recurrent Sessionalfiling, Temporary Employee), Salary Grid and Step, of Employees in the Bargaining Unit. This information shall be provided by October 15th and February 15th annually. On a case-by-case basis, the Employer may consider a written request from the Union for additional information required for the negotiation of the Agreement. It is understood that the Employer will not be required to compile information and/or statistics in a form other than that in which such data are already compiled. 9.06 The Employer, at its expense, shall provide each Employee with a copy of this Agreement and shall provide the Union with a further twenty (20) copies within thirty (30) days of its signing. Further copies shall be made available at cost upon request of the Union. In addition, the Employer agrees to supply the Union with a Word document of the Collective Agreement. 9.07 The Union agrees to provide in writing to the Employer the names of current Union executives and representatives. 9.08 The Employer shall allow the Union to hold meetings on the University premises subject to other priorities and the availability of meeting rooms and lecture facilities. 9.09 The Employer agrees that certain Union activities shall be considered a form of service to the University. These Union activities shall be: (A) service on joint committees established by the Employer and the Union; (B) service in collective bargaining; (C) service in processing grievances, pursuant to Article 11; (D) service on the Faculty Union Executive Committee; (E) representing the Union in the capacity of either Union President or Vice-President Unit II, but not both. When such activities result in the Employee's absence from their work location, as provided in this Agreement, the Employee will not be required to make up that time in the work location. Notwithstanding the foregoing, such absence will not exempt an Employee from meeting deadlines for specific obligations set out by the Immediate Supervisor or Responsible Manager. 9.10 The Employer agrees to continue to provide the Union with access to University space (subject to other priorities and availability), with suitably serviced office space, telephone service, and with use of the internal handling mail, internetoperating the photocopier Has completed all induction materials, relevant SOP’s, Golden Safety Rules and email services. The Employer agrees to provide, and the Union agrees to pay, at the internal rates charged to Departments and Divisions, for external mail and reproduction services, long distance telephone service and office and computer supplies. The Employer will continue to provide bulletin board space upon which the Union shall have the right to post notices pertaining to elections, appointments, meeting dates, news items, social and recreational eventspolicy training. 9.11 During the time that collective bargaining regarding the renewal of this Collective Agreement is in progress the Union's chief negotiator for this Bargaining Unit shall, on request, be exempt from University committee assignments. Because of the work schedule required of Full-Time Unit II members, the Employer agrees to exempt, on request, a Full-Time Unit II member elected to the office of Union President from University committee assignments during the period of office with the understanding that the Union will ensure that there is adequate Employee representation on the committees concerned. 9.12 An Employee shall be allowed one (1) hour per month to attend Union meetings without loss of pay. Employees who are located away from the Fountain Campus shall be allowed two (2) hours per month to attend Union meetings without loss of pay. Up to five (5) Employees who are members of the Executive of the Union shall be allowed one (1) additional hour per month to attend Union meetings without loss of pay. Up to five (5) Employees who are members of the Executive of the Union who are located away from the Fountain Campus shall be allowed an additional two (2) hours per month to attend Union meetings without loss of pay. 9.13 Where operational requirements permit and upon reasonable notice, the Employer may grant special leave without pay to Employees to attend CAUT and Provincial Counterpart workshops and meetings for a maximum of ten (10) working days for the Bargaining Unit in any one (1) contract year. 9.14 The Employer shall for purposes of Article 9.09 recognize that an Employee who is elected President of the Union or Vice-President of Unit II, but not both shall be allowed such reasonable time as is necessary, during their normal working hours, with pay and with no loss of seniority or benefits to: (A) process grievances; (B) have meetings with new Employees to explain benefits and Union matters; (C) make Union conference calls and attend Union meetings; and (D) have meetings with the Employer. 9.15 In order to facilitate mutually beneficial relations, the Director of Human Resources and/or Vice President, Academic and Research shall schedule a meeting with all new Employees on their first day of employment, or as soon as possible during the first week of employment, to which meeting the Unit II Vice-President will be invited. This meeting will be for the purpose of reviewing NSCAD policies, procedures and the Collective Agreement. The Employer may designate an alternate representative to attend. The Union may designate another Unit II Employee if the Unit II Vice-President is not available on the meeting day.

Union Matters. 9.01 4.01 The Employer Union recognizes that its officers, stewards, members of the Union committees as defined in this collective agreement as well as all employees must perform regular work for the Company, and that they may not leave their respective jobs except with the permission of their immediate superior, which permission is not unreasonably denied. 4.02 No union business is conducted on Company property except as specifically permitted by this agreement. 4.03 An employee who wishes to talk with his xxxxxxx during working hours is permitted to leave his work place provided he has obtained permission to do so from his immediate superior, which permission is not unreasonably denied. Time off for this purpose does not exceed 30 minutes. 4.04 The Union grievance committee consists of 2 members of the bargaining unit, including the xxxxxxx of the plaintiff. The Company compensates such employees at their hourly rate for time spent during their regular working hours in handling grievances and in attending meetings of the grievance committee with the Company. Furthermore, the Company compensates up to 2 employees at their hourly rate for time spent during their regular shift in attending arbitration hearings in connection with unsettled grievances. 4.05 The handling of grievances, as stipulated in article 4.04, authorizes the Union grievance committee members to meet with the plaintiff for a period not exceeding 30 minutes prior to the presentation of the grievance to the Human Resources director or his authorized representative (in the case of a collective grievance, one of the plaintiffs is designated by the chief xxxxxxx). When the Union grievance committee wants to take advantage of this meeting, the chief xxxxxxx submits the demand to the Human Resources director or his authorized representative within a reasonable delay. The leave of the above-mentioned employees is not unreasonably denied. The Human Resources director or his authorized representative takes the appropriate actions to release those employees and supplies a location for this meeting. The Company compensates the plaintiff at his hourly rate for time spent during his regular working hours participating in this meeting and attending the grievance committee’s last step meeting with the Company. 4.06 The Company agrees to provide reasonable access pay the negotiation committee, not exceeding 4 members, at their regular hourly rate including shift and/or lead-hand premiums when applicable, for the negotiation of a collective agreement and attendance at conciliation board hearings during regular working hours. In addition, there is a maximum of 5 employees, including the substitute, released within the negotiation committee. Two (2) employees designated by the Union are members of the francization committee responsible for implementing the Company's francization program. 4.07 Union officers, not exceeding 6 members, the Union negotiation committee, not exceeding 5 members, and the Union grievance committee, not exceeding 2 members, have completed their probationary period. 4.08 The Union submits, in writing to the University Company, the name of its officers, executive board members, stewards and members of its committees as defined in the present collective agreement and likewise promptly notifies the Company of any changes. 4.09 The Company submits in writing to representatives each xxxxxxx and to the chief xxxxxxx the name of CAUTits supervisory personnel whom they interface with in the administration of this agreement. Furthermore, or a Provincial Counterpart, or legal counsel invited by the Company submits in writing to the Union the name of its officers whom they interface with in the administration of this agreement. The Company likewise promptly notifies the Union of any changes as they occur. 4.10 Top seniority in the plant at time of layoff is granted to no more than 6 officers of the Union, provided such access does not in any way interfere with the normal operations of the Universitynamely: President Treasurer Vice President Financial Secretary Chief Xxxxxxx Recording Secretary 4.11 The Company agrees to recognize 18 shop stewards to represent employees. Access under this provision shall not include the right of any such invited person to call meetings on the University’s premisesFurthermore, a 19th and/or 20th xxxxxxx is recognized when a 4th and/or 5th shift is created. 9.02 The Employer acknowledges 4.12 When necessary, their number may be changed by agreement between the right Human Resources director and the president of the Union to elect/appoint Employees as executives and representativesor their respective authorized representative. 9.03 It 4.13 None of the Union officers, the 2 members of the occupational health and safety joint committee recognized in article 10.02, nor the shop stewards listed in articles 4.10 and 4.11 are assigned to a 2nd, 3rd, 4th or 5th shift if there is understood that Employee Union representatives have their regular work another employee in the same classification who is able to perform on behalf the work. 4.14 In the selection of employees to be laid off, as provided for in article 26.02, the shop stewards recognized under article 4.11 and the 2 occupational health and safety joint committee members recognized under article 10.02 have top seniority in their respective classification. 4.14.1 When a Union officer, a shop xxxxxxx or a member of the Employeroccupational health and safety committee, for any reason, ceases to fill his union function, he is laid off if an employee with more seniority holds a right to be recalled or reinstated within the affected job classification. If it The employee is necessary to process a grievance during working hours, representatives will obtain authorization from then recalled or reinstated in the appropriate Immediate Supervisor before leaving their jobsposition when the layoff comes into effect. Such authorizations will not be abused by The officer or shop xxxxxxx works the representatives and will not be unreasonably withheld by the Employernotice provided for in article 26.03. 9.04 The Employer agrees 4.15 Provided that the Company can reasonably do without the services of the employees concerned during an unpaid leave of absence for union business, the Company grants an unpaid leave of absence for union business to recognize a negotiating committee maximum of 25 employees at a time among Union officers, shop stewards and members of the committees as defined in the present collective agreement as well as to be appointed by the employees elected in a general assembly to attend union conventions, union educational seminars as well as to conduct union business, under the following conditions: 4.15.1 Except in exceptional cases, the Union submits all written requests to the Company for the unpaid leave of absence for union business at least 5 working days before the beginning of the unpaid leave of absence, indicating the name of the employee concerned and the duration. The Company, within the 3 working days following the request, informs the Union of the decision. 4.15.2 The combined total of these unpaid leaves of absence for union business does not exceed 100 working days per collective agreement year, per group or portion of group of 100 employees. The calculation of those days is done on the basis of the highest number of employees during the current collective agreement year. For the purposes of representing this article, unpaid leaves of absence for union business of less than 4 hours are calculated on the Employees basis of a ½ working day. 4.15.3 The continuous service and the seniority of an employee accumulate during his absence for such an unpaid leave as described in negotiations this article. 4.16 In addition to unpaid leaves of absence for union business provided for in article 4.15, the Company grants to the president of the Union, Local 522, Unifor, unpaid leaves of absence to conduct union business. The total of those unpaid leaves of absence for union business must not exceed 15 working days per collective agreement year, per group or portion of group of 100 employees. The calculation of those days is done on the basis of the highest number of employees during the current collective agreement year. The president of the Union submits all written requests for unpaid leaves of absence for union business at least 2 working days before the beginning of the leave of absence. The Company grants this leave of absence for union business as long as it does not affect the Company's operations. Unpaid leaves of absence for union business under this article must not be of less than 1 working day. 4.17 Upon written recommendation from the Union, submitted at least 3 months before the beginning of the unpaid leave of absence for union business, the Company grants a renewable unpaid leave of absence for union business to 1 employee at a time for a period of 1 year. For the renewal of this Collective Agreementleave of absence for union business, the Union must submit a written request to the Company at least 1 month before its expiration. It is agreed The Union recognizes that up the Company may have other commitments that can delay the granting of this leave of absence for union business. However, the Company makes reasonable efforts to four (4) members release this employee at the date indicated by the Union. During such a leave of absence for union business, the employee continues to accumulate union seniority for the first 2 years of the Union negotiating committee shall unpaid leave of absence for union business. During such an unpaid leave of absence for union business, the employee is not suffer entitled to any loss of wages for participating in bargaining scheduled during their normal working hours up other benefits, rights and privileges arising from the current collective agreement. 4.18 The Company agrees to but not including any collective bargaining following the first day of any conciliationrecognize 2 employees as social stewards. The scheduling Union informs the Company as soon as possible, of negotiation meetings shall the name of these employees. If applicable, their number may be modified by mutual agreement based on between the operational requirements of the University. The Employer is not obliged to hire replacement staff; however, it may, at its discretion decide to hire such replacement staff in order to facilitate negotiations during normal working hours. The Employer shall be advised in writing of the names of the committee members prior to the commencement of negotiations. 9.05 The Employer agrees to provide the Union with information regarding the name, position name, type of position (e.g. Regular Full-Time Employee, Regular Part-Time Employee, Recurrent Sessional, Temporary Employee), Salary Grid and Step, of Employees in the Bargaining Unit. This information shall be provided by October 15th and February 15th annually. On a case-by-case basis, the Employer may consider a written request from the Union for additional information required for the negotiation of the Agreement. It is understood that the Employer will not be required to compile information and/or statistics in a form other than that in which such data are already compiled. 9.06 The Employer, at its expense, shall provide each Employee with a copy of this Agreement and shall provide the Union with a further twenty (20) copies within thirty (30) days of its signing. Further copies shall be made available at cost upon request of the Union. In addition, the Employer agrees to supply the Union with a Word document of the Collective Agreement. 9.07 The Union agrees to provide in writing to the Employer the names of current Union executives and representatives. 9.08 The Employer shall allow the Union to hold meetings on the University premises subject to other priorities Company's Human Resources director and the availability of meeting rooms and lecture facilities. 9.09 The Employer agrees that certain Union activities shall be considered a form of service to the University. These Union activities shall be: (A) service on joint committees established by the Employer and the Union; (B) service in collective bargaining; (C) service in processing grievances, pursuant to Article 11; (D) service on the Faculty Union Executive Committee; (E) representing the Union in the capacity of either Union President or Vice-President Unit II, but not both. When such activities result in the Employee's absence from their work location, as provided in this Agreement, the Employee will not be required to make up that time in the work location. Notwithstanding the foregoing, such absence will not exempt an Employee from meeting deadlines for specific obligations set out by the Immediate Supervisor or Responsible Manager. 9.10 The Employer agrees to continue to provide the Union with access to University space (subject to other priorities and availability), with suitably serviced office space, telephone service, and with use of the internal mail, internet, and email services. The Employer agrees to provide, and the Union agrees to pay, at the internal rates charged to Departments and Divisions, for external mail and reproduction services, long distance telephone service and office and computer supplies. The Employer will continue to provide bulletin board space upon which the Union shall have the right to post notices pertaining to elections, appointments, meeting dates, news items, social and recreational events. 9.11 During the time that collective bargaining regarding the renewal of this Collective Agreement is in progress the Union's chief negotiator for this Bargaining Unit shall, on request, be exempt from University committee assignments. Because of the work schedule required of Full-Time Unit II members, the Employer agrees to exempt, on request, a Full-Time Unit II member elected to the office of Union President from University committee assignments during the period of office with the understanding that the Union will ensure that there is adequate Employee representation on the committees concerned. 9.12 An Employee shall be allowed one (1) hour per month to attend Union meetings without loss of pay. Employees who are located away from the Fountain Campus shall be allowed two (2) hours per month to attend Union meetings without loss of pay. Up to five (5) Employees who are members of the Executive of the Union shall be allowed one (1) additional hour per month to attend Union meetings without loss of pay. Up to five (5) Employees who are members of the Executive of the Union who are located away from the Fountain Campus shall be allowed an additional two (2) hours per month to attend Union meetings without loss of pay. 9.13 Where operational requirements permit and upon reasonable notice, the Employer may grant special leave without pay to Employees to attend CAUT and Provincial Counterpart workshops and meetings for a maximum of ten (10) working days for the Bargaining Unit in any one (1) contract year. 9.14 The Employer shall for purposes of Article 9.09 recognize that an Employee who is elected President president of the Union or Vicetheir respective authorized representative. 4.19 The Company agrees to release the president or vice-President president of Unit IIthe Union for 40 hours per week for the administration of the collective agreement. Twenty (20) hours are paid by CAE Inc. and 20 by the Union. The latter appoints 1 person and informs the Company of any changes. 4.19.1 The Company agrees to release the chief xxxxxxx, but not both shall be allowed such reasonable time with pay, for 8 hours per week for the administration of grievances and labour relations matters. 4.19.2 The Company also agrees to pay 8 hours per week of additional union release. The Union informs the Company of the name of the person released for this purpose. 4.20 When welcoming a new employee, the supervisor authorizes an interview between the shop xxxxxxx and the new employee in accordance with the provisions of article 4.03. 4.21 The Company recognizes an employee as is necessary, during their normal working a women’s advocate. The Union provides the name of the person to the Company and informs the Company of any changes. The role and mandate of the women's advocate are defined in Agreement Letter 25. 4.22 The Company agrees to pay a special union fund of two cents ($ 0.02) per hour per unionized employee for all regular paid hours, with pay and with no loss of seniority or benefits to: (A) process grievances; (B) have meetings with new Employees to explain benefits and Union matters; (C) make Union conference calls and attend Union meetings; and (D) have meetings with the Employer. 9.15 In order to facilitate mutually beneficial relations, the Director of Human Resources and/or Vice President, Academic and Research shall schedule a meeting with all new Employees on their first day of employment, or as soon as possible during the first week of employment, to which meeting the Unit II Vice-President will be invited. This meeting will be for the purpose of reviewing NSCAD policiesproviding paid union education leave. Amounts are paid monthly by the Company, procedures on behalf of Local 522 (CAE), and are paid by direct deposit to the Collective AgreementUnifor CEP Training Fund's bank account. The Employer may designate an alternate representative It is further agreed that the Company agrees to attend. The release the candidates selected by the Union may designate another Unit II Employee if so that they can take the Unit II Vice-President is not available on the meeting dayCEP training, subject to article 4.15.